If you’ve ever led a TEAM, you know that this comes with tremendous responsibility.
As a leader, you’re responsible for charting the course and steering the ship.
Image by Perkus from Getty Images Signature/Canva
Ultimately, you are responsible for the performance of your team.
One way to position your team for success is to create a PSYCHOLOGICALLY SAFE culture. And as discussed last week, that’s on YOU, as the leader:
In this lastest episode of Talk About Talk, I encourage you, as the leader, to focus on these 3 things to improve PSYCHOLOGICAL SAFETY:
1️⃣ Your MINDSET
2️⃣ Your ACTIONS
3️⃣ Your WORDS
1️⃣ It starts with your MINDSET
The first step to implementing a culture of psychological safety is to have the right MINDSET.
In practical terms, this means increased self-awareness, treating vulnerability as an asset, and celebrating the identification of issues.
One of the best ways to calibrate your mindset for Psychological Safety is to frame mistakes as learning opportunities.
⭐️ Andrea Recommends:
- Make the sharing of mistakes a regular part of meetings.
- Share your own mistakes, and most importantly, what you LEARNED from those mistakes.
There’s a reason people say that ACTIONS speak louder than words. (Though words are important, too! More on that later.)
As a leader, it’s important to DEMONSTRATE to your team that you value an inclusive, psychologically safe environment.
What actions can I take?
➡️ Encourage participation from all team members
➡️ Enable formal and informal opportunities for all voices to be heard
➡️ Set up a suggestion box
➡️ Set aside time in every meeting for asking questions
➡️ Leverage the unique skills and talents of each team member
⭐️ Andrea Recommends:
- Create a list of ways that voices are currently heard, and brainstorm new ideas.
- Share the list with your team and ask them to contribute to it.
3️⃣ Choose your WORDS
One of the simplest and most effective ways of encouraging a culture of Psychological Safety is to ask for FEEDBACK.
As I learned from my friend, Sharon Mah-Gin: “feedback is a gift” – especially negative feedback!
Image by Charday Penn from Getty Images Signature/Canva
Your opinion matters!
When it comes to soliciting input, ideas and issues, the key is to be PROACTIVE. Don’t wait for your team members to come to you. Make a point of seeking their active participation on a regular basis.
Leaders should also make a point of PUBLICLY:
✅ CALLING OUT those who undermine other team members
- Create a short survey to help measure progress on Psychological Safety (see the 7 Qs in the episode shownotes)
- Survey team members on issues like how safe they feel taking risks and whether they feel mistakes are held against them.
That’s it for this week! I hope this episode will give you the tools you need to communicate PSYCHOLOGICAL SAFETYto your team.
You can listen directly on the Talkabouttalk.com website just by clicking ▶️ play. Or you can find the podcast on any podcast app. Just search “Talk About Talk”. Please SUBSCRIBE!
Please forward to your friends who might like help with their communication skills and communicating Psychological Safety. Thank you.
Have a great week.
Chief Talker & Communication Coach
Most Recent 🎧Podcast Episodes:
#103 – Communicating with PRECISION
#102 – Communication Skills Q&A – Andrea answers Qs live from FishBowl!
Related content from the Archives – Episodes focused on LEADERSHIP:
#8 – COACHING with EliteCamps founder Stephanie Rudnick
#52 – Communication Skills of EFFECTIVE LEADERS with Heather Stark
#75 – Communicate Like a BOSS with Jill Nykoliation
#94 – TAKING THE STAGE with Judith Humphrey
#90 – DEMONSTRATING Leadership
#99 – Communicating as a SAGE LEADER with Angie Alexander
Subscribe to the Communication Skills NEWSLETTER
Learn about1-on-1 COACHINGwith Andrea,
orschedule a free 20-minute consult.
Check outONLINE CORPORATE WORKSHOPS with Andrea!